Research On The Influence Of Performance Appraisal Fairness On Voice Behavior Of Post-90s Employees

Since the 21st century,the post-90s employees have becole the backbone of creating corporate value.Their distinctive personality characteristics have brought many problems to business managers.It is a problem for managers to solve urgently that how to take advantage of the character and innovation spirit of post-90s employees and guide them to make suggestions for the organization As a kind of organizational citizenship behavior,voice behavior is to lake their own suggestions or opinions in order to improve the statLJs or make changes.Voice behavior is conducive to the innovation and development of the organization and it enhances the competitiveness of the enterprise.Therefore,it has received extensive attention from scholars.As the main basis of business performance management,institution performance evaluation plays a very important role in the virtuous development of the business and in perfecting and itself.Scholars pay more attention to psychology measurement level to improve the accuracy of measurement.However,people are more concerned with employee reactions to performance review and acceptance in practice.The article chooses perceived fainless of performance appraisal as the independent variable,the emotional commitment as the mediator variable.the voice behavior as the dependent variable and the responsibility as the adjustment variable.Based on a large number of literatures and related theories,theoretical models and research hypotheses are established.This article studies the relationship between perceived fairness of performance appraisal.voice behavior and emotional commitment,and the moderation effect of responsibility.The first part introduces the background and significance of the stLdy,the theoretical basis and the research design.The second part conducts a survey of 352 post-90s employees by questionnaires and applies data analysis to test the main effect and the ad.justment effect.The third part draws research conclusion and puts forward proposals and suggestions,the shortage of the article and prospects.The researcli founds that:Perceived fairness of performance appraisal has a positive impact on voice behavior.Emotional commitlent has Partial mediating effect between performance appraisal fairness and voice behavior.Responsibility has a positive loderation effect between perceived fairness of performance appraisal and prohibitive voice behavior.Responsibility does not have a moderation effcct between perceived fairness of performance appraisal and promotive voice behavior.Therefore,the research advices that:Pay attention to the group characteristics of the post-90s employees;Improve the perceived fairness of performance appraisal of employees;Create a positive environment for making suggestions;Improve emotional commitment of employees.